I find this both ironic and hypocritical that the psychological safety movement and organizational psychologists can criticize leaders or managers for being know-it-alls, psychopaths or narcissists. And at the same time, talk about creating a safe environment for teams
Does Dogma Erodes Trust?
Listen to any two people in a heated dispute and one thing I believe you are bound to notice, and that is their surety that they are right and the other is wrong. No doubts! You can quickly tell by the absolute and dogmatic language they are using. No prefacing their statements with "I think.."... Continue Reading →
Objectivity Illusion
Illusion of Objectivity Have a conversation with some "experts" on their chosen subject, and you may well detect their Objectivity Illusion. Now, I better be careful, or you could be accusing me of this flaw. Well, it is true. I'm pretty sure that I have this illusion also, ha! How we conquer this illusion is... Continue Reading →
Freestyle Conversation
Freestyle Conversation Empowering Teams to Speak Up Imagine if we were free to interrupt our conversations or discussions with anyone in our team or with management. Anytime or anywhere, we could pause our interactions when we felt something amiss with what was said or how it was said. In the same way that a Toyota... Continue Reading →
Our Andon System for Discussions
Adapted from: Wikipedia Andon System of manufacturing. From Wikipedia: "An Andon system is one of the principal elements of the Jidoka quality control method pioneered by Toyota as part of the Toyota Production System and therefore now part of the lean production approach." END.Also know as Stop-the-Line manufacturing. What is an Andon Discussion - Object123Andon gives every worker the ability and empowerment to... Continue Reading →
The Challenge for a Psychologically Safe Workplace
First Human Attempts at Controlled Flight I believe it is time we replicated the quest for controlled flight by getting governments and investors to offer cash prizes to the first organization that achieves an effective and measurable psychologically safe environment in the workplace. Excerpts from Matt Williams Blog "The idea of offering incentive prizes to inspire... Continue Reading →
Three Steps that Make it Easier to Speak up in Teams
As a startup founder I have been on the wrong end of a few disputes in my time and I am sure some could attest to being on the wrong end of some of our disputes, also. So, how do we tell who was the offender and who was the victim in such disputes?
Protecting Everyone in the Organization
Object123 procedure and the Disputz Network It is guaranteed that our behavior will be somewhat objectionable on occasion, especially when we disagree within an organization. (no one’s perfect, right?)We can either ignore the behavior as it happens, and be more likely to complain to others after, using malicious gossip, and creating a toxic workplace….Or we... Continue Reading →
Micro Conflict Resolution in Teams.
For the last 15 years, I have been pursuing a solution to minor disputes within startup teams (namely our own) between my brother and me. I hated it when he responded with "erk!" when I came up with a novel proposal for a problem that we were trying to solve. As a designer, we were... Continue Reading →
Your Real-Time Protection is Now Activated
For the last 15 years, I have been developing and simplifying the basic precautions & protections that team members need to resolve all minor & significant disputes satisfactorily. Using a self-organizing system means it is essential middle managers put themselves out of a job, as some 25% of all unresolved disputes involve managers with their... Continue Reading →
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